Share

cover art for The Gen Mess with Tess

The Gen Mess with Tess


Latest episode

  • Ep 68: Why We Need More Black Therapists and What Institutions Are Actually Doing About It

    56:36|
    Are our educational systems actually built for the people who need them most? For students who are also parents, caregivers, veterans, and full-time workers, the traditional model of higher education was never designed with them in mind. And in the Black community, where those layers of responsibility are often even more pronounced. The gap between who the system was built for and who it needs to serve has real consequences.In this conversation I sit down with Dr. Alvin McLean, clinical psychologist and dean of psychology at National University, and Cherina Shaw, PhD candidate in psychology, doula, mother of six, and homeschool parent.We cover a lot of ground in this one, from why psychology training pipelines produce so few Black therapists, to what culturally responsive care actually looks like in practice, to one of the most important insights I have heard about worldview and how it shapes the kind of advice a person can actually receive. We also talk about where integrated physical and mental healthcare is headed and why it matters more than most people realize.This conversation is for HR leaders, healthcare providers, therapists in training, and anyone thinking about what it means to really see the people they are trying to help.What you'll learn in this episode:What is actually driving the shortage of Black therapists and what flexible institutions like National University are doing about itWhat "culturally responsive care" looks like in daily clinical practiceWhy collective worldview is not the same as personal preference and why missing that distinction derails treatmentWhy humility, not expertise, is the most important thing a healthcare provider or leader can bring to any conversationHow integrated physical and mental healthcare is already reducing costs and improving outcomesCHAPTER TIMESTAMPS: 00:37 Dr. McLean on why he focused his career on Black mental health 04:10 Cherina's path to a psychology PhD 07:50 Why psychology programs produce so few Black therapists and what the system gets wrong 08:09 HBCUs, state-by-state licensing, and the structural gap in the pipeline 11:16 National University's flexible model and why 70% of their students are people of color 13:22 Starting the pipeline earlier: building toward psychology careers at the elementary level 14:36 The problem with taking one multicultural competency class and calling it done 16:00 How the doctoral program at National University structures a full year of multicultural training 17:27 Implicit bias training in hospitals and why it matters for patient outcomes 18:59 Gen Z and therapy: more acceptance, but are they doing the work? 20:44 The Amazon generation and the demand for instant results 21:41 Young Black men being open about emotions on reality TV and what that signals 22:24 The gap between checking the therapy box and real internal change 23:25 The future of integrated physical and mental healthcare 25:38 Why integrated care is gaining momentum: cost data and long-term outcomes 26:11 How technology is reshaping mental health needs across generations 27:14 Intentional technology use and reclaiming mental downtime 30:38 What does culturally responsive care actually look like in practice? 31:03 Preparation, listening, partnership over task completion 33:02 Collective worldview: why prioritizing yourself can feel like betrayal 35:02 How to recognize a collective worldview through observation and conversation 38:13 Humility as the foundation of culturally competent care 39:14 Imposter syndrome, the pressure to have all the answers, and learning to let go of it 41:23 Acknowledging intersecting identities in coaching and clinical work 43:41 Prison reform: rehabilitation, for-profit prisons, and what actually works 44:50 Peer support specialists and preparing people to return to community 51:05 Final takeaways from both guests 51:25 Healing is incremental, ongoing, and that is okay 52:25 Collaborative care and leading with humility

More episodes

View all episodes

  • Ep 67: 3 Signs Your Gen Z Employee Is About to Quit That Most Managers Never See Coming

    10:37|
    I had no idea anything was wrong. They seemed fine and then they just quit.This is the most common thing I hear from managers and HR leaders right now. And here is what I need you to understand: The silence is not the problem. The silence is the symptom.In this solo episode, I break down exactly what is happening psychologically when a Gen Z employee goes quiet, why this generation responds to stress by withdrawing rather than speaking up, and what you can do to catch it before it becomes a resignation letter you never saw coming.I walk through the neuroscience behind this pattern, including neuroscientist Stephen Porges' polyvagal theory and why the nervous system's freeze response gets misread by managers as contentment. I also draw on developmental psychologist Jean Twenge's research on Gen Z's anxiety levels and psychologist Wendy Mogul's work on the parenting patterns that left this generation without the tools to navigate interpersonal friction at work.And I give you three specific behavioral signals to watch for, plus two questions you can ask in your next one on one that change the entire dynamic.What you'll learn in this episode:Why silence from a Gen Z employee is data, not contentmentThe neuroscience of the freeze response and why it gets misread as low dramaHow Gen Z's upbringing left many of them without tools for navigating conflict at workThree specific behavioral signals that a Gen Z employee is disengagingTwo questions to ask in your next one on one that actually give permission for honestyCHAPTER TIMESTAMPS: 00:01 Opening hook: the resignation that came out of nowhere 00:40 Why silence surprises us: managers are trained to look for the wrong signals 01:45 What Gen Z gives you instead: quiet, gradual withdrawal 02:18 Jean Twenge's research on Gen Z's anxiety and nervous system development 03:20 The heightened threat detection response this generation developed 03:50 Stephen Porges: polyvagal theory and the freeze response 04:42 Wendy Mogul: parenting patterns and the lack of tools for interpersonal friction 05:45 Signal 1: They stop asking questions 06:10 Signal 2: Responses get shorter and more transactional 06:35 Signal 3: They stop bringing problems to you (the most dangerous signal) 07:06 Client story: the 25-year-old who stopped speaking in meetings 07:50 What to do: one concrete thing to try this week 08:30 Two specific questions to ask in your next one on one 09:33 Closing and call to action
  • Ep 66: The Health and Financial Crisis of Fertility Care for the Next Generation

    47:28|
    In this episode, I sit down with Laura McDonald, co-founder of Flora Fertility, the first individually owned insurance solution for fertility and women's health. Laura is a bestselling author, former financial media personality, and the founder of Canada's largest financial media company focused on women and wealth, which she built, scaled, and sold. Now she is tackling one of the most urgent and under-discussed financial crises facing the next generation: the cost of fertility care.We talk about why 72% of Gen Z women are already thinking about fertility anxiety before they are even trying to conceive, why the current group benefits model is failing most employees, how Flora Fertility is changing that with individually owned coverage starting at $15 a month, and what HR leaders and parents can actually do right now.If you manage Gen Z employees, have a young adult daughter, or are a young woman thinking about your own options, this conversation will change the way you look at reproductive health as a financial planning issue.What you'll learn in this episode:Why Gen Z women are thinking about fertility earlier than any generation before themThe data behind the fertility financial crisis (and why the existing employer model isn't solving it)How Flora Fertility works and why individual ownership changes everythingWhy the average Gen Z employee's 12-job career makes employer-tied benefits a broken modelWhat HR leaders should be doing right now, and what parents can do tooCHAPTER TIMESTAMPS:00:00 Introduction and guest bio01:04 Laura's origin story: from financial media to fertility insurance07:20 Why Gen Z women are thinking about fertility by age 23: the data10:24 Tess's theory on how Gen Z women approach life differently than Gen X12:41 Laura's own daughters and the reality of Gen Z's mindset around family14:35 Birth rates, delayed motherhood, and what the data actually shows16:31 Why women are finally being honest about what parenthood really looks like19:18 The conversation parents need to be having with their 22-24 year old daughters20:34 How Flora Fertility works: pricing, coverage, and the set-it-and-forget-it model23:23 The financial reality: 80% of people pay for IVF on credit cards25:32 How financial stress directly affects fertility outcomes26:06 Why Fortune 500 fertility benefits are not the solution most people think they are31:12 Emotional intelligence, pet insurance, and why Flora resonates differently33:37 How Flora is earning trust with a generation skeptical of insurance37:54 Why Flora may be the first financial product Gen Z women ever actually buy40:25 The gig economy, 12 jobs, and why benefits have to travel with you41:45 What HR leaders should be doing right now43:55 Parents as policyholders: gifting coverage to adult children
  • Ep 65: Why "I Don't Feel Safe" Is the Phrase Every HR Leader Needs to Decode Right Now

    13:10|
    When a Gen Z employee says they don't feel safe at work, most leaders have one of two reactions. They either panic, thinking they have a legal problem on their hands, or they get quietly frustrated, assuming they're dealing with an overdramatic employee. In this episode, Tess Brigham, licensed therapist and certified coach, breakd down why both of those reactions miss what's actually happening and what to do instead.Tracing the psychological and generational roots of Gen Z's emotional vocabulary through the work of Dan Siegel on interpersonal neurobiology and the yes brain concept, John Bowlby's attachment theory as extended to the workplace by Cindy Hazen and Philip Shaver, and Stanford researcher Jeff Cohen's research on belonging uncertainty, you'll also hear three real examples from Tess's practice that demonstrate exactly what this looks like in day-to-day workplace moments.If you manage Gen Z employees or lead teams that do, this episode will change the way you hear this phrase and give you one concrete, immediately usable response.What you'll learn in this episode:Why "I don't feel safe" means something completely different to Gen Z than it does to leaders over 45The psychological and generational roots of Gen Z's emotional vocabularyThree real client examples that show what this phrase actually looks like at workWhy belonging uncertainty is not a soft concern, it is a performance issueThe one question that shifts everything when a Gen Z employee brings this to youCHAPTER TIMESTAMPS:00:01 Introduction and opening hook 01:10 Why this phrase creates so much confusion across generations 02:28 Where Gen Z's emotional language comes from: Dan Siegel and the yes brain 04:44 Attachment theory at work: Bowlby, Hazan, and Shaver 05:30 Three real client examples from Tess's practice 07:04 Why belonging is non-negotiable: Jeff Cohen's belonging uncertainty research 09:18 The single most important shift: get curious instead of defensive 10:20 Carl Rogers and the power of being genuinely heardFollow The Gen Mess for weekly content on generational workplace dynamics, and visit tessbrigham.com to learn more.
  • Ep 64 : How to Build a Team That Actually Follows Through with Jon Dario

    42:06|
    How to Manage Without Relying on AuthorityMost managers walk into their first role thinking the job is to tell people what to do and hold them accountable when they don't do it. Jon Dario spent 30 years in retail leadership (Macy's, Gap, Travelex, and Bank of America) learning why that instinct is exactly wrong. Out of that experience came AIM: Action Item Management. This system gives frontline managers the structure, follow-through, and daily accountability that actually gets results. He has written it all down in his new book, AIM: How Managers Get Radically Reliable Results.Jon and Tess get into what great management actually looks like, how to lead Gen Z specifically, and the one thing every first-time manager should understand before they ever give a single direction.In this episode:What retail teaches about people skills and prioritization that most industries simply do notThe origin story of AIM: one sporting goods store, six department supervisors, and a woman named ReginaThe three types of action items every manager needs to track: routines, tasks, and projectsWhy progress meetings work best when the employee owns the agendaWhat Gen Z actually wants from a manager (and why it is not that different from everyone else)The GPS analogy: why giving a precise destination and flexible routes is the key to managing younger workersThe Gallup statistic that should stop every manager in their tracks: 70% of employee engagement is directly driven by the managerWhy influence cannot be faked, and why character matters more than the authority box on an org chartJon's book AIM: How Managers Get Radically Reliable Results is available on Amazon in paperback, hardcover, audio, and ebook. Find Jon at jondario.com.Follow The Gen Mess with Tess for more weekly episodes about fixing the generational mess and learning how to live in it.
  • Ep 63: Why Gen Z Feels Hopeless

    09:15|
    Every generation has faced a broken world. Wars, poverty, injustice, economic collapse. None of that is new. So why does this generation feel more hopeless than any that came before?In this episode, Tess makes the case that it is not the world that got worse. It is the exposure. And for the first time in history, there is nowhere to look that is not the world.Tess walks through what the research actually says about why this is happening, why it hits Gen Z harder than any other generation, and one reframe that genuinely changes how you relate to all of it in this psychologically grounded episode.In this episode:Why the generation that grew up with everything at their fingertips also grew up with no off switchWhat a magazine had 50 years ago that a smartphone still cannot offerMartin Seligman's learned helplessness research and how it maps directly onto the Gen Z experienceWhy 79% of Gen Zers believe their lives will be harder than their parents, and why they are not wrong to think soThe difference between learned helplessness and learned hopefulness, and how to move from one to the otherWhat leaders and managers often misread as apathy or laziness in their Gen Z employeesThe one thing organizations can do that functions as a direct psychological antidoteFollow The Gen Mess with Tess, and find free resources at tessbrigham.com
  • Ep 62: From Baby Boomers to Gen Z - The Workplace Pattern That Never Changes with Meagan Johnson

    45:21|
    Never before have so many generations shared a workplace at the same time. And never before has the opportunity for both collaboration and conflict been this high.This week, Tess sits down with Meagan Johnson, generational keynote speaker and co-author of the bestselling book Generations, Inc.: Managing the Friction Between Generations at Work, written with her father Larry Johnson. Meagan has spent over 30 years helping organizations from Harley-Davidson to Boeing to the CIA navigate the very conflicts most leaders are still trying to figure out.The conversation covers every generation in the workforce right now, what leaders keep getting wrong about each one, why the same story keeps repeating, and where we might actually be headed.In this episode:The single biggest myth about Baby Boomers and technologyWhy Gen X deserves far more credit than it gets, including being the original remote work pioneersWhat Millennial managers are actually getting right that nobody is talking aboutWhy Gen Z is not just a younger Millennial (and why that assumption creates real problems)The corporate ladder versus the corporate lattice, and why Gen Z plays by entirely different rulesThe root of almost every generational conflict at workThe seat belt analogy: what Meagan tells resistant managers who refuse to adaptWhy Gen Z's approach to mental health at work may become the new standard, just like mentorship didWhere five generations, AI, and a changing economy are taking the workplace nextFind Meagan at meaganjohnson.com. Generations, Inc. is available now. Meagan's podcast launches this summer.CHAPTER TIMESTAMPS00:00: Welcome and Meagan Johnson introduction01:15: How Meagan became a generational speaker, starting at Quaker Oats in 199303:40: The story that repeats every generation: why 20-somethings have always been "too difficult"05:45: How the work evolved from Gen X-focused to covering all five generations07:00: Writing Generations, Inc. with her father, and planning a wedding at the same time09:10: The biggest myth about Baby Boomers and technology11:10: Gen X: the forgotten generation that pioneered working from home13:00: Millennial managers: turning into exactly what was said about them15:10: What Millennials got right that previous generations missed: championing mentorship17:30: The most common Gen Z misconception (hint: they are not just a younger Millennial)19:00: Gen Z as true digital natives: no dial-up, no cursive, no idea how to sign a lease21:00: AI in the workplace and why blocking it is exactly like blocking Facebook in 200823:30: The root of almost every generational conflict: "when I was that age..."26:00: Technical skills versus personal skills: what has changed with new graduates28:30: Why managers resist giving the next generation advantages they never had30:00: The questions every manager should be asking about their own expectations32:00: The seat belt analogy for resistant leaders: new information, better results34:00: The Gen Z office myth: they do want to come in, just with the option not to35:30: Gen Z sees Zoom as face-to-face contact (and why that matters)37:00: Corporate ladder versus corporate lattice: the Gen Z employee who called the CEO for lunch39:30: Why we dim Gen Z's lights when they are just trying to figure it out40:30: Where we are headed: five generations, AI, and the future of the workplace43:00: Mental health at work becoming the new standard, just like mentorship did44:30: Emotional intelligence as the new baseline requirement for leadership46:00: Where to find Meagan and her upcoming podcast